13/10/2026
Starting January 1, 2027, new regulations stemming from the EU Pay Transparency Directive are set to take effect.
What will change in recruitment and HR?
🔸 Salary ranges upfront: Candidates will immediately know the salary range for a position.
🔹 No more questions about the past: Recruiters will no longer be allowed to ask candidates about their current or previous earnings.
🔸 Objective criteria: Salaries must be based on clear, measurable factors (qualifications and experience, rather than gender).
🔹 Right to information: Employees will gain greater insight into how pay is structured within the company and what colleagues in similar roles earn.
🔸 Reporting obligation: Companies with 100+ employees will face regular gender pay gap reporting.
How to prepare your company right now?
1. Analyze your current wage structure and identify any potential disparities.
2. Streamline job descriptions and ensure similar roles are evaluated equally.
3. Establish clear guidelines for promotions and raises.
4. Update your recruitment procedures (eliminate questions about previous salaries).
5. Train managers and HR on the new approach to pay communication.
Broader transparency is not only a legal requirement, but also a strong asset in building an attractive employer brand and trust in the labor market.
Do you have questions about implementing these changes in your organization? Get in touch with us! 🤝
